Disciplinary on reference -would you still consider?

[1984isnow]

I'm in a position where I will have one glowing reference (current employer) and one reference which will be factual, including a disciplinary.

I made a completely embarrassing mistake at my previous job. The circumstances leading up to it was I really struggled with an aspect of the job, and had raised my own concerns which weren't answered, but I obviously take responsibility for the whole thing. It was for misconduct.

A job I'm going for won't have the same circumstances, so there won't be the same risk there imo, but obviously from a future employer point of view I get they might not see it that way. I have to give my recent employers as a ref, so couldn't get around it by using someone else.

Just looking for opinions on whether a great reference would outweigh the disciplinary on the factual one?

A couple of points -I wasn't dismissed from previous job, I eventually resigned during a a redundancy consultation.

I wasn't asked to declare it at any point during application (tbh I forgot I'd had one as it was few years ago and it didn't have an effect on my working relationships, management did sort of laugh it off and 'comfort' me but they had to follow procedure)

Can you get in touch with the manager who comforted you? Then add that as a third reference?

Unfortunately not, managers can't provide references at all. They might be able to provide character ref, but these aren't accepted unless you don't have a previous/recent employer.

What information does your previous employer actually supply for a reference now? Many will now only confirm your dates of employment.

Honestly, and this won't be what you want to hear, but I personally wouldn't want to take you on. I'd see you as a huge risk, and I know from experience once you've got someone in the job role, it can be hard to then get rid of them.

If the request specifies sickness and disciplinary records, they will include what is on the record. I'm not entirely sure this one will request, but just thinking ahead (they have asked me to confirm amount of sickness, so disciplinary is possible I would think?)

I guess I don't know when/whether to volunteer information (for any job I might apply for) and potentially shoot myself in the foot, or whether a future employer might be willing to consider it with a good ref to counteract the bad.

Appreciate the honesty dino

If you're very sure the situation won't arise at your new position then I wouldn't say anything at this point. Depending on the size of the organisation hr are usually woefully staffed so will probably just process it. I panicked about this 2 roles ago but moved to a vast organisation where HR don't bother unless you have a criminal record. I would however prepare a clear unemotional email explaining what happened just in case you're asked.

Thanks tipsey yes I'm absolutely sure it wouldn't happen again, the circumstances in which it happened won't occur at all.

It would unlikely appear in a reference we gave or took, the information is so minimal.

If it did, I would reconsider my decision to hire (we only take them after the role is offered). I wouldn’t necessarily retract my offer but would reconsider and look at the details and circumstances.

Is there not a date where this falls off your record?

Agree with @disfordarkchocolate. I thought disciplinaries were 'spent' after a set time - say 6 months or 1 year - and then are not reported.

I resigned from a job once while under investigation for Gross Misconduct (was guilty). I thought I would never find another job but my managers boss told me that a reference would just say “employed between x and y doing z job and resigned “
I got another job in the same industry and it never came up again

Yes they last 12 months on your record where I worked, but I'd left something like 10 months after my hearing. So it would have been on my file at the time of leaving unfortunately.

That's good to hear hopping. I will have to hope for the best and offer an explanation if it ever comes up

You should have had a letter stating when it would be removed from your record, if that day has passed surely it won't be noted on a reference? If you're worried ring your previous HR and ask.

Oh maybe I've misunderstood, I thought it came off your record after 12 months as an employee and if you leave before it expires, it's part of your record. If I've got that completely wrong, then it will be fine. Thanks